Today, the vast majority of global leadership, whether in politics, business, or finance, remains dominated by men.
As of 2024, men hold over 85% of Fortune 500 CEO roles and over 90% of head-of-state positions worldwide. The handful of women who do reach these heights are often celebrated for simply being there, regardless of how transformational their leadership is.
Meanwhile, the world faces daunting challenges: persistent wars, rising inequality, polarized societies, environmental crises. It’s fair to ask: would things look different if leadership better reflected the populations it serves?
Let’s look at the facts:
And yet, leadership remains overwhelmingly male. Figures like Donald Trump, Xi Jinping, Vladimir Putin, Narendra Modi, and others are making decisions that affect billions - decisions often framed by models of leadership cantered on dominance, competition, and control.
Importantly, men and women tend to bring different strengths to leadership. Studies suggest that men often focus more on task orientation, rapid decision-making, and risk-taking, while women are more likely to emphasize collaboration, long-term thinking, and inclusive communication. Neither approach is inherently better, but when leadership is dominated by one style alone, important perspectives and opportunities can be missed.
A balanced leadership model, where both styles are valued and integrated, could offer a far more adaptive and resilient way to tackle today’s complex challenges.
To be clear, this is not about criticizing individual leaders simply because they are men. Many male leaders have demonstrated extraordinary vision and empathy. But the system itself, built over centuries by and for men, prioritizes a certain style of leadership that isn't always suited to today's interconnected, complex challenges.
More women in leadership would likely bring:
Imagine if half of the world’s major economies were run by women.
Imagine if peace talks were led equally by those who have lived experiences not just of power, but of powerlessness.
Imagine boardrooms and parliaments where diversity was the default, not the exception.
It’s not just a matter of fairness. It’s a matter of effectiveness, performance, and progress.
The world is overdue for a leadership revolution - one where women are not the exception at the table, but equal partners designing the future.
At Friisberg & Partners International, we help our clients find the very best leaders - regardless of gender - who can drive real, lasting success.
We believe that diverse leadership teams aren’t just good for business, they are essential for building a better future. By focusing on skills, vision, and values, we ensure that organisations are led by those best equipped to meet today’s challenges and tomorrow’s opportunities.
We are delighted to announce that Alex Wenyon has joined our London office as a Consultant. Alex brings an impressive background of professional excellence and personal achievement, with a career spanning roles in public relations and marketing for iconic global brands such as Nissan and Harley-Davidson.
In addition to her professional expertise, Alex is a celebrated cox for the GB and Australian Paralympic Rowing teams and has achieved the prestigious distinction of winning at Henley Royal Regatta. Her dedication, leadership, and strategic mindset, honed both in corporate boardrooms and on the water, exemplify the qualities that make her a valuable addition to Friisberg.
“We are thrilled to welcome Alex to the Friisberg team,” said Zoltan Petho, Chair of Friisberg. “Her experience with globally renowned brands, combined with her competitive spirit and commitment to excellence, will bring a unique perspective to our clients.”
As a Consultant at Friisberg, Alex will support organisations across a variety of industries, leveraging her expertise in branding, stakeholder engagement, and strategic transformation to deliver tailored solutions that address their most pressing challenges.
“I am incredibly excited to join Friisberg and bring my passion for strategy, leadership, and teamwork to this global consultancy,” said Alex Wenyon. “My experiences in both the corporate and sporting worlds have taught me the importance of focus, collaboration, and adaptability - qualities I look forward to applying in this new role.”
Alex’s appointment reflects Friisberg’s commitment to attracting exceptional talent and delivering innovative, high-impact consultancy services to clients across the globe.
We are pleased to announce the appointment of Sabine Pirkner to our Executive Board. In her new role, Sabine will be responsible for leading and shaping our Business Development strategy, furthering our growth and market expansion goals.
Sabine brings a wealth of experience to the role. With a proven track record of driving innovation, strategic partnerships, and sustainable growth, Sabine is poised to strengthen our position in the marketplace.
“We are delighted to have Sabine on our executive team,” said Zoltan Petho, Chair of Friisberg, “Her deep expertise in business development and her visionary leadership will be instrumental in helping us navigate new growth opportunities and achieve our long-term strategic goals.”
Sabine’s appointment comes as Friisberg continues to build on its legacy of success, which has been driven by the guidance and vision of its accomplished Executive Board. Under this leadership Friisberg has achieved sustained growth, solidifying its reputation as a leader in the Management Consultancy & Executive Search industry. Their strategic approach has seen the company expand its global footprint, deliver unparalleled client service, and attract top-tier talent for clients across multiple sectors.
“I am excited to join the talented Executive Board and take on this new role," said Sabine. "I look forward to contributing to Friisberg's continued success and helping to shape its future by building strong partnerships and driving innovative growth strategies.
"In my role, my focus is on bringing together the deep expertise we have in certain countries and, based on that, formulating an overarching strategy that better reflects our years of experience across various industries. Together, it's about defining strategic initiatives and directions that will strengthen and expand our growth and presence.
"The aim is to reassess the strategic directions for individual markets, while also taking into account industry trends and developments. I believe that by combining all our experiences, we can become even stronger together and gradually build up our presence step by step."
As one of the oldest Search firms in Europe, Friisberg's innovative approach and dedication to client success continue to set it apart in a competitive marketplace.
Volvo Trucks is a world-leading truck manufacturer, committed to drive progress and shape the future landscape of sustainable transports.
Małgorzata: Completely! 12 years is a long time, and today we are totally different. I joined an organization managed in a directive manner, organized in silos, where information was treated as an asset to build an advantage to maneuver within the company. Few people understood why I, a woman, with no technical knowledge of trucks, suddenly became the Managing Director. I had to deal with some problems and the reluctance of others, who did not believe that a woman in a truck business could survive in the long -term, but I managed. Let me remind you that the concept of diversity was not that strongly promoted at that time, and I joined what was a very macho business.
Much time has now passed, and we have made many collective changes to become a great organization today, balancing experience with new generations, more women, as well as activating engagement of individuals to fight jointly for the company goals.
Małgorzata: Building a culture of open communication and trust. It's a long process, but it has paid off in many ways. I didn't know about the technicalities of the trucks, but I knew how to deal with people. Today, we are all proud of the community Volvo Trucks Poland creates, and some of our solutions are inspirational, not only for other Volvo Group entities, but also for our competitors. I have to say proudly that we created and still create many talents.
Katarzyna: One of the assumptions of our strategy is the slogan: #Inspired by Your Needs. It means that we are inspired by the needs of our customers, our employees and our business partners. Our company employs 500 people in 13 distributed branches. This is not the easiest structure to manage, so we need to be close to people, genuinely listen to their needs and address them appropriately. People feel cared for, they feel our concern for them (the “care” factor increased from 60% to 90% in the last 3 years), it's not a slogan, but our everyday life.
Małgorzata: This approach strongly impacts the company's results. Last year we achieved our highest result and we believe we are doing so because we listen to people - I mean all people: our customers, our business partners and of course our employees, who are definitely the biggest assets of our organization, as well as the creators of our common achievements. As a Management Team we travel around our locations, give space to ask questions and listen to ideas, analyze and address what people say, no matter whether it concerns basic or more sophisticated issues. We don't sweep anything under the rug. Maybe sometimes we don't have an answer immediately, but we acknowledge the issue and come back with answers encouraging local colleagues to propose solutions, improve processes, and to make constant small improvements.
Małgorzata: Volvo Group is an organization that appreciates people feedback, but what we do is that we create “Local WHY” with everything we do in Poland. Today Poland is the 4th Volvo Trucks market in Europe and 6th in the world, so we are an important player, and we need to be strong for our customers, who act in an extremely difficult and competitive international environment.
Sales of the trucks as such, is not enough. In Volvo Trucks we want to be the best and the most desired transport solution provider. It means that what we do must have a measurable value for our customers and our approach must be effective and focused on premium services. We also need to have a very professional and transparent dialogue with our customers to build relations for good and bad times.
Katarzyna: Employees feel listened to and cared for. They consciously work for innovative solutions. We believe that our customers can feel that we have a unique culture and that employees are stronger, dedicated, engaged and want to work with us.
Employees are ambassadors, they feel a unique sense of belonging here to our Volvo community, and this attracts customers. This energy transfers from people to people. This is what distinguishes us from the competition.
We are the market leader in many fields and have very high customer satisfaction which is measured systematically either in the area of trucks sales and delivery, or service market and retail services or financing provided by our sister company Volvo Financial Services. We care a lot about how our customers assess us and what can we still improve.
Małgorzata: Absolutely YES!!! People returned to working back in the office within two weeks after the first lockdown during Covid. Many other companies are still struggling to have people back in their offices. Our people are genuinely committed, have lots of new ideas and feel connected to the company and the Volvo Family we create. I believe that is why we have such a phenomenal performance.
Katarzyna: We have decreased the number of voluntary leavers twice to 4%. It is very difficult for our competition to encourage our people to leave Volvo Trucks. People go beyond their area and emphasize their strong bond with the company. Every year we organize the Health Challenge and other programs to take care of both the physical and mental health of our employees - but we never do it without checking what they really need. People organize it themselves, take an active part in it, fuel and motivate each other.
Also regarding additional benefits, we decided to introduce a pre-paid Volvo card system because people need different things. We have 25% of each generation in terms of age, it is a very well-balanced organization, and we need to accept that people have different needs. We do understand it and we care about it.
Małgorzata: As in every corporation we are a results driven company, there is high time pressure and results pressure, so we try to monitor the stress associated with it so that our people feel taken care of. We do what we do for real, we don't provide KPIs - because that's a corporate requirement, but we use them to Keep People Inspired, to Keep People Interested, and to Keep People Innovative. We don't follow fashion, but we do something for people in a real way and it pays off so well.
Our people increase our competitive advantage, optimize our activities and make us busy with so many great ideas and initiatives. And by this our Performance KPIs are also outstanding. We have a great Management Team, where we are also very gender, age and personality balanced: 4 Women + 4 Men, isn’t it great?
Katarzyna: We both have great pleasure and satisfaction in working for such organization, and I am more than sure that most of our employees feel the same way.
We are very grateful to have spent time with Sonia Deasy, Co-founder of Pestle & Mortar, from Kilkenny, Ireland.
Pestle & Mortar continues to enjoy phenomenal success globally for more than 10 years. A family business, built on Indian traditions and heritage, Sonia shares her story here as an entrepreneur and an advocate for following what she believes in.
Simple, effective skincare.
At Pestle & Mortar, we blend the ancient wisdoms of Indian natural healing with cutting-edge science to create simple solutions for beautiful skin. The belief that skincare shouldn’t be complicated drives us to create and innovate simple solutions for beautiful skin, so that everyone can look and feel their best.
To this end, we invite people into a culture that values creativity, community, customer-centricity, and authenticity. Pestle & Mortar began in 2014 with just two people and one skincare product. We’ve grown to a team of 30 and we’re represented in over 21 countries across 5 continents. That didn’t happen by accident or luck. It happened because we intentionally hire people who share our values.
As we grow, our focus will be on fostering a constructive communication style between leaders and team members, and ensuring that our foundational values are embedded in every aspect of our operations. We plan to invest in leadership development programs that empower our team members to take on new challenges and responsibilities. We are committed to prioritising leadership development, coaching and culture, especially through challenges and transitions, so that our team remains resilient and motivated. Our goal is to foster an environment where every team member feels valued, heard, and motivated to contribute to our collective success, so that Pestle & Mortar continues to thrive as a leader in the skincare industry.
A major milestone for Pestle and Mortar is what I call my ‘New York’ story!
Less than 1 year after we launched the brand with our Pure Hyaluronic Serum, we got an opportunity to do a Skype interview with Courtney Rubin, a freelance journalist who regularly gets published in the New York Times. She wanted to write specifically about Hyaluronic Acid as an ingredient in skincare. She was particularly interested in the science behind Hyaluronic Acid, which occurs naturally in the body, and is responsible for creating fullness of appearance and maintaining skin hydration. Her piece in The New York Times was to be called ‘The Second Coming of Hyaluronic Acid’.
So, at 10pm on a Saturday night in May 2015, I found myself on a Skype interview with Courtney Rubin. I had prepared extensively, because I knew this interview was potentially a New York Times piece, which could lead to a sizable slice of the New York market. The interview went well, I thought, so I sat back and waited to see what would come of it.
That was May 2015. Nothing was published in the subsequent six months. I was so disappointed and disillusioned. Padraic urged me to chalk the whole thing down to experience, but inside, I was frustrated and my confidence was knocked. I wanted the US to happen for us, and this interview was the springboard. I decided to stop thinking about it.
Life went on as normal until lunchtime on December 30th, when Courtney’s article was published in the New York Times!
That day alone, we sold thousands of units of Pure Hyaluronic Serum across the US, and sales from that one article continued for the next 20 days – we sold out worldwide!
It was a significant milestone for us very early on in the journey.
In the ongoing pursuit of gender equality, inclusion stands as a cornerstone principle, essential for breaking down barriers, challenging stereotypes, and creating environments where all women are valued and respected.
World-renowned feminist, journalist and activist, Gloria Steinem, reportedly once explained:
"The story of women's struggle for equality belongs to no single feminist nor to any one organization but to the collective efforts of all who care about human rights."
While progress has been made in advancing women's rights and opportunities, true gender equality remains elusive in many parts of the world. Inclusion is vital to drive meaningful change to a more equitable future.
Inclusion is not merely about representation; it's about creating spaces and systems where all women, regardless of their background, identity, or circumstances, feel valued, heard, and empowered. This means recognizing and addressing the intersecting forms of discrimination and marginalization that women from diverse backgrounds face, whether based on race, ethnicity, socioeconomic status, disability, sexual orientation, or gender identity.
Women encounter various obstacles on their path to equality, including structural barriers such as discriminatory laws and policies, limited access to education and healthcare, and unequal opportunities in the workforce. Inclusive action involves identifying and dismantling these barriers to ensure that all women have equal access to resources, opportunities, and decision-making processes.
Stereotypes based on gender, race, ethnicity, or other factors often limit women's potential and perpetuate harmful biases and discrimination. By challenging these stereotypes and promoting diverse representations of women in media, education, and leadership, we can create a more inclusive narrative that celebrates the richness and complexity of women's experiences and identities.
This entails fostering inclusive attitudes and behaviors at all levels of society, from families and communities to workplaces and policy-making institutions. It involves promoting ally ship among individuals and organizations, amplifying marginalized voices, and actively challenging discrimination and exclusion wherever it occurs.
Inclusion is not just a buzzword; it's a fundamental principle that underpins the pursuit of gender equality. By breaking down barriers, challenging stereotypes, and creating inclusive environments where all women are valued and respected, we can build a more just and equitable society for everyone.
In the fast-paced and ever-evolving world leadership has taken on a new dimension. The challenges and opportunities facing organisations today require leaders to be adaptable, forward-thinking, and empathetic. As we delved into the dynamics of leadership in 2024, it became apparent that successful leaders are those who can navigate complexity, foster innovation, and build resilient and empowered teams.
One of the defining features of leadership in 2024 is the need for adaptability and agility. The business landscape is constantly changing, driven by technological advancements, geopolitical shifts, and societal transformations. Leaders must be adept at sensing and responding to these changes quickly. The ability to pivot strategies, embrace new technologies, and stay ahead of the curve is crucial for organisational success.
In 2024, technology plays an even more central role in business operations. Leaders need to not only understand emerging technologies but also integrate them seamlessly into their organisations. Artificial intelligence, automation, and data analytics are no longer optional; they are essential tools for optimising processes, improving decision-making, and gaining a competitive edge. Successful leaders are those who can harness the power of technology while ensuring ethical considerations and human-centric approaches are prioritised.
The emerging new leadership style places a significant emphasis on empathy and inclusivity. As organizations become more diverse, leaders must be more attuned to the needs and perspectives of a wide range of individuals. Cultivating a culture of inclusivity fosters creativity and innovation, as diverse teams bring varied insights to problem-solving. Additionally, empathetic leaders build strong, cohesive teams, nurturing an environment where individuals feel valued and motivated.
The global shift towards remote and hybrid work models has reshaped the traditional understanding of workplace dynamics. Leaders in 2024 must excel in managing remote teams, ensuring effective communication, collaboration, and employee well-being. The ability to foster a sense of connection and purpose among dispersed teams is paramount for sustaining productivity and organisational cohesion.
Leadership in 2024 goes beyond profit margins and market share. Organizations are increasingly expected to operate with a commitment to sustainability and responsibility. Leaders need to champion corporate social responsibility initiatives, aligning their organizations with values that resonate with both employees and consumers. A commitment to sustainability not only enhances the organization's reputation but also contributes to long-term success in an increasingly ESG conscious marketplace.
Leaders must prioritise continuous learning and development for themselves and their teams. Staying abreast of industry trends, acquiring new skills, and fostering a culture of lifelong learning contribute to organisational agility and resilience. Leaders who encourage and invest in the growth of their teams create a dynamic environment that adapts to change and thrives on innovation.
Leadership in 2024 is a multifaceted challenge that demands a holistic approach. Successful leaders will be those who can navigate complexity, leverage technology, foster empathy and inclusivity, adapt to remote work environments, champion environmental and social responsibility, and prioritise continuous learning.
By embracing these aspects, leaders can steer their organisations through the dynamic landscape of 2024 and beyond, ensuring sustained success in an ever-evolving world.
I am co-founder and Chief Robotics Officer at Akara. Akara is a spin-out from Trinity College in Dublin, Ireland. Our goal is to help hospitals make more efficient use of space and staff through the use of robots and AI. We’ve developed robots that can decontaminate rooms faster than is possible using current methods and using a fraction of the staff effort that is currently needed. Before Akara, I worked as a data science consultant and held engineering roles at an AI start-up and at a digital marketplace.
My typical day can differ drastically depending on which phase of development we are going through. For example, all this week I am on-site at a partner NHS hospital in the UK preparing for a deployment. Here, my day could range from speaking with hospital staff and figuring out the best way it can fit around current workflows, to writing software that allows our robot to autonomously navigate and disinfect target areas of the hospital. When I am working from the Akara office, a lot of my time is spent writing code and managing our software team.
Stevie was a robot we worked on before we set up the company. It was a social robot that we built to act as an aid to care workers in retirement communities where staffing levels are often very low. Stevie could take care of basic tasks while also being a friendly companion to older adults, which would free healthcare workers to spend more time with residents and in areas where they are needed most.
In the Summer of 2019, we deployed the Stevie robot in a retirement community in Washington DC. We learned a lot about the adoption of robotics within the older adult population during this time. While we were initially unsure about how the robot would be received, we found the community to be generally very open to embracing new technology. We were particularly pleased to see that a number of people within the community living with dementia or some form of cognitive decline found interacting with a robot to be a comforting experience. Other residents in the community took part in games (like bingo or quizzes) that Stevie ran, or reading groups, where Stevie would read to residents or ask them questions about themselves and their day. Since they no longer needed to personally manage these activities, staff were able to spend more time delivering individualized support to the residents that needed it most.
I believe that robotics will fundamentally change how we provide healthcare. The World Health Organization estimates that there will be a shortage of 15 million health workers by 2030. It's clear we need ways to enhance this workforce, and harnessing new technologies, including robots, offers a scalable and cost-effective way to do this.
Technology adoption can be especially slow in healthcare, especially in applications that involve multiple stakeholders and have implications for patient safety. To overcome these challenges, we’ve adopted a user-centered approach from the beginning, working closely with clinicians and environmental services staff to ensure that the technology is easy to use and can be integrated easily within daily workflow. Additionally, we’ve worked in collaboration with several universities to validate the efficacy of the technology, which gives us critical data necessary to validate our claims.
Working at a startup can be challenging, and being successful requires resilience and teamwork. I’m thankful to say that these are two characteristics that our founding team have in abundance.
One of the key philosophies we hold at Akara is that achieving our vision will require all hands on deck. We understand that what we are trying to build and implement is difficult and requires everyone to chip in and help. There is no place for egos.
I'm really proud of what we are building, I know that's a cliché but it's true. When I see how beneficial our decontamination robots and technologies are to hospitals, and how they could help make hospitals treat more patients, it makes me very proud.
This is probably due to several factors, first of all: the baggage of ambition, courage, and the right to pursue a professional career, which I have carried with me since childhood – I definitely owe this to my mother. I’ve always been driven to do something interesting, exciting, and rewarding. Also, I learn the most from people who are different to me, who come from other cultures, other business sectors, or differ significantly from me, for example, in age. This enabled me to become convinced that diversity is so very important – I have a deep respect for it and see it as a business fundamental.
It is also important that I work in a company which is very open and supports diversity. The presence of such companies in the Middle East instigates and encourages others to follow best practice in business and leadership imperatives and fundamentals, including diversity. It is still difficult to talk about a trend here, as it still may be in developing stages, but I observe a great desire for a change.
Immediately after arriving in Dubai I was elected to the Management Board of the MedTech Companies Association – MECOMED. I also received the Forbes Award for the Most Influential Woman in the Middle East, which gave me significant exposure to both the business world and the wider public sphere. I am now invited to various meetings and I participate in many round-tables, where often I am the only woman at the table, but the message is spreading around the region and I am sure that something is slowly changing.
This is a very important question, and as usual, there is no simple way to address this problem, but it is through embedding a culture of diversity within organizations. It must be processed and consistent. Culture builds powerful organizations.
It is worth noting that at the entry level we have a balance between women and men. We build inspiring development programs, including those focused only on women, but it takes many years for those talents to reach the managerial level, and even more to reach the executive level – unless, of course, it is someone exceptional in terms of performance, leadership, and commitment. Men climb faster, they have time to devote themselves entirely and fully engage. At the managerial level it’s 30% women and 70% men, at executive level the ratio is even worse. Mobility, courage, and openness are necessary to make a career, and women are not so eager to practice those, or at times feels enabled to do so. Also, and all too often, they can be all discouraged by their managers or partners. As I said, building ambition and courage at a very early age plays a significant role, and you need the enabling and safe space to cultivate it.
I am not a big fan of regulations which tell us how to run the business, but as you can see, we did not make much progress the other way. So, I think that is an important step and probably necessary, but it is also important to change the mindset at the executive level. It is important is to teach top managers “inclusive & authentic leadership”.
AUTHENTIC means: “You walk the talk”, you build the trust, you treat your people with respect.
INCLUSIVE means: you are open to different ideas, you learn from your people, you reflect on their point of view, even when and if you do not initially agree, however you still encourage them to be a significant part of important business decisions. It is when you are not biased.
In our company, every VP has a KPI related to increasing diversity as part of their business goals – our assessment of leadership skills depends on it. I have noticed huge progress in this area since this model of appraisal was introduced. At the moment, we are focused on strengthening our talent pool.
I have “exported” a lot of women from my region to the EU and to the USA to develop them further. Having said that, perhaps I didn’t focus enough on acquiring new talents externally – I didn’t close the loop. You have to develop what you have, as well as being proactive and rather aggressive at points, in searching for female talent and inviting them to join your organization.
So what? Our role is to support them to grow even if it is a stretch for them. We can’t be afraid of mistakes, they will happen just like they do when hiring men. It is the part of the game. I believe that if we want to change something we have to start at home with our children: teaching girls that they have right to be ambitious and teaching boys to appreciate that. We also have to focus on building a culture of openness and inclusiveness. If quotas will accelerate this process, we will all benefit from it, not only women.
Friisberg, as a firm and a multinational family, stands shoulder to shoulder with Elena, our Partner and her team in the Kyiv office.
She has bravely withstood all that Russia can throw at her, and her family.
These are Elena's thoughts, on this day, after 12 months at war:
A year has passed since that terrible moment when I woke up to the sounds of explosions. But the most difficult task, as it turned out, was to wake up my relatives and say the word, 'War'.
Parts of Kyiv look normal on the surface, but daily we hear air raid sirens. There are now few children in the city because so many have been displaced with their mothers or grandparents living elsewhere in Ukraine, or outside the country. The toll of the human suffering has been staggering – thousands have been killed and more than 8 million Ukrainians have left.
People in Ukraine say that your life is divided into 'before' and 'after’ - and it is true.
We have all changed during this year, but we are not broken and we believe in Victory. It keeps us going.
Ukraine will continue to defend the unarguable fact that it belongs within Europe. We uphold the values, rights and freedoms that underpin Western civilization.
The Friisberg family looks forward to holding a Partner Conference in what will again be a free Kyiv, as capital of a sovereign Ukraine.
